LETTER TO THE HONORABLE EDWARD P. BOLAND FROM LINCOLN D. FAURER

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92-00420R000100020019-1
• Release Decision: RIPPUB
• Original Classification: T
• Document Page Count: 6
• Document Creation Date: December 20, 2016
• Document Release Date: November 1, 2007
• Sequence Number: 19
• Publication Date: September 3, 1981
• Content Type: LETTER

TO-
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DISSEMINATION CONTROL ABBREVIATIONS
NOFORN- Not Releasable to Foreign Nationals
NOCONTRACT- Not Releasable to Contractors or
Contractor/Consultants
PROPIN- Caution- Proprietary Information Involved
USIBONLY- USIB Departments Only
ORCON- Dissemination and Extraction of Information
Controlled by Originator
REL. . .- This Information has been Authorized for
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 Approved For Release 2007/11/01: CIA-RDP92-0042OR000100020019-1
IONAL SECURITY AGENCY IV
C NTRAL SECURITY SERVICE
FORT GEORGE G. MEADE, MARYLAND 20755
Serial: N0966
3 September 1981
The Honorable Edward P. Boland
Chairman
Permanent Select Committee
on Intelligence
House of Representatives
The Capitol
Washington, DC 20515
Dear Mr. Chairman:
Some time ago an assessment was made within the Intelligence
Community that a special overseas salary scale for certain overseas
employees was needed. The need for this salary scale was based on
the special nature of such overseas assignments, and the hardships
and demands placed on individuals assigned to these overseas positions.
As you know the special of cryptologic employees assigned
overseas to foreign liaison or foreign-liaison 25X3
operational au ties are inc u ed in this category and are compensated
on the same basis as their CIA counterparts based on historical
precedent, current integrated activities, and the unique nature of
such assignments,
The special class of cryptologic personnel assigned overseas
is engaged in duties that are significantly different from the
normal NSA overseas assignments. Individuals are generally assigned
to facilities that do not possess the broad range of medical,
educational, cultural, social, and other services available at larc--
military or civilian collection facilities located in the-more 25X3
benign environments that normally house our overseas operations.
lower graded positions an those the individ-
uals actually hold. Thus, they are not generall
able to i
t
g
y
n
e
rate
themselves into the small local community at the level they would
otherwise be able to at a normal-overseas post. The facilities to
UNCODED
ere are few
pport facilities.
Although one can identify a facilities that may b25X3
viewed as desirable, the vast majority are viewed as undesirable or
tolerable at best.
The lobs these indiviri?alc r,crfnrm ro,.
UNC 5X3
wit-ii a on to duty and a willingness to endure long 25X1
CLASSIFIED BY SA/CSSM 123-2
REVIEW ON I Zo t
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hours, poor or crowded working conditions, and little or no backup.
Opportunities for medical and recreational leave are limited. In
the event of crises, individuals may be subject to even more extended
hours and workloads without relief and may be required to assume
exceptionally significant responsibilities. Many of these positions,
because of their unique requirements, do not afford the same career
opportunities that are available to other Agency employees. For the
same reason individuals who remain in such jobs are subject to more
frequent relocation than average employees because virtually all
such positions are located overseas. Although the special class of
cryptologic personnel do or will receive benefits and allowances
commensurate with those received by CIA employees, they do not
receive the same early retirement benefits available to those
employees despite being subject to the same or similar frequent
overseas assignment.
There are serious problems in currently staffing a number of
these positions despite the added benefits and allowances available.
These problems are basically the result of the hardships experienced
at such posts, the family dislocations that result, the lack of
available commercial, medical, educational, social, and cultural
activities, the high cost of overseas living, the heavy workload,
the poor environmental conditions, and similar factors.
In the past, NSA has attempted to deal with these problems on a
case-by-case basis using existing temporary promotion authority, a
long standing and well accepted practice. When the CIA. assessment
was made, NSA was prepared to adopt the same overseas salary schedule
which would have been used in lieu of the temporary promotion,
procedure except where extreme hardship dictated extraordinary
measures. We have not exercised this pay setting authority in the
past. Instead we have maintained a single salary schedule for all
employees and have provided special benefits and allowances or
appropriate position classification for specific duties based on
assigned responsibilities, need, and hardship. Your Committee and
the House Appropriations Committee have been most helpful in provid-
ing legislative authority to pay appropriate benefits and allowances
to this special class, and this support has been very much appreciated.
However, we have been advised by your staff and CIA that the
salary schedule has been withdrawn subject to a study to be completed
and delivered to you by February 1982. In the interim, the CIA has
initiated temporary compensation based on its special authorities
that is neither pay nor a benefit or allowance. NSA's authority is
limited to that necessary to set a pay scale or pay a benefit or
allowance. Thus, the only other alternative available to NSA
pending completion of the pay study would be to provide individuals
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6 zla%imls 11 9
Serial: N0966
in the special class with a temporary promotion. We have determined
that this could result in some individuals receiving less than a 9%
increase while others could receive as much as a 20% increase (where
they are in the first step of one grade and are advanced to the
first step of the next grade, i.e., GS-7.1 to GS-9.1). This would
create new inequities which are equally unacceptable. In view of
these inequities, we will accede to the Committee's expressed desire
that we defer action on any across-the-board increase until completion
of the February 1982 study. We have contacted the DCI and will-
participate in their study. In the interim we will continue to
use temporary promotions to resolve hardship cases and difficult
staffing situations on a case-by-case basis.
We must emphasize that this places us in an extremely difficult
situation with respect to our personnel who have been assigned to
these positions. They were recruited for these positions with the
understanding that they would receive compensation comparable to
that provided their CIA counterparts since this has been past
practice. They are very aware of the fact that their CIA counterparts
are receiving increased compensation while they are not. This has
adversely affected employee morale and will have an impact on future
recruiting. We hope that the Committee will carefully consider its
actions in this area and provide us with the necessary authorization
to treat these employees fairly and equitably. It is essential, in
view of the heavy burdens, hardship and responsibilities borne by
these individuals, that they receive compensation and support at
least equal to that received by their counterparts. It is equally
essential that NSA not be denied the flexibility needed to recruit
and staff these difficult positions. We hope that you and your
Committee will continue your excellent record of support in meeting
these important national security needs. We will continue to work
closely with you to meet this shared goal.
Sincerely,
1r
NCOLN D. FAURER
Lieutenant General, USAF
Director, NSA/Chief, CSS
Copy Furnished:
DCI
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